ZipRecruiter

Log In

1

Acquisition Development Jobs in Wisconsin (NOW HIRING)

Rural Metro Fire Department

WI · On-site

$95 - $115/hr

... development. * Lead, coach, and develop a team of Talent Acquisition Partners, overseeing workload distribution, performance outcomes, and professional growth. * Develop and execute rotor-wing (HEMS ...

Wider Circle

Director, Talent Acquisition

Milwaukee, WI

$102K - $140K/yr

Create clear handoffs among Talent Acquisition, Learning & Development, IT, Finance, HR, and business leaders so new hires move smoothly from offer acceptance to onboarding readiness. Requirements ...

New

Datamark, Inc.

WI · On-site

$77 - $94/hr

... development. Our team is supportive, engaged and enjoys working together to achieve shared goals ... The Senior Corporate Talent Acquisition Partner is a highly experienced member of the Talent ...

New

TJO 10 X 10 MANAGEMENT, L.P.

Grounds

Warrens, WI · On-site

$14/hr

OVERVIEW Great Escapes RV Resorts is a growing company specializing in acquisition, development, and management of RV Resorts throughout the United States. Our leaders serve a diverse sector of the ...

ATI

Senior Talent Acquisition Advisor

Cudahy, WI · On-site

Our Talent Acquisition team recruits for both hourly & salary positions, including, but not limited to, Maintenance Workers, Machinists, Quality, R&D, and Operations. As a Senior Talent Acquisition ...

Continental

Acquisitions Associate

Menomonee Falls, WI · On-site

$90K - $105K/yr

As an Acquisition Associate, you will be an essential part of land acquisition and development team for multi-family developments. You will report to our Vice President of Acquisitions providing ...

Brady

Corporate Development Associate

Milwaukee, WI · On-site

You report to our Director of Corporate Development and will work closely with our executive leadership team on evaluating strategic acquisitions for Brady, as well as supporting end-to-end M&A ...

previous pagenext page

Showing results 21-40

All JobsAcquisition Development JobsAcquisition Development Jobs in Wisconsin

Acquisition Development information

What is the difference between Acquisition Development vs Business Development?

AspectAcquisition DevelopmentBusiness Development
Primary FocusIdentifying and acquiring new clients or assetsBuilding strategic partnerships and expanding market reach
Skills & CertificationsSales, negotiation, market analysisRelationship management, strategic planning
Work EnvironmentSales teams, client-facing rolesPartnerships, strategic planning teams
Industry UsageFinance, real estate, consultingTech, finance, corporate sectors

While Acquisition Development focuses on securing new assets or clients, Business Development emphasizes creating strategic partnerships and expanding business opportunities. Both roles are essential for growth but differ in their approach and scope within organizations.

How to become an acquisition development?

To become an acquisition development professional, candidates typically need a bachelor's degree in business, finance, or a related field, along with experience in real estate, finance, or sales. Developing skills in market analysis, negotiation, and financial modeling is essential, and certifications like CCIM or CPM can enhance prospects. Gaining experience through internships or entry-level roles in real estate or investment firms is also beneficial.

What do people who work in acquisition development do?

Acquisition development professionals identify, evaluate, and pursue opportunities to acquire assets, companies, or properties that align with their organization’s strategic goals. They conduct market research, financial analysis, and negotiations, often working with legal and financial teams to complete transactions. Strong analytical skills and knowledge of industry regulations are essential in this role.

What are popular job titles related to Acquisition Development jobs in Wisconsin?

For Acquisition Development jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Acquisition Development jobs in Wisconsin look for?

The top searched job categories for Acquisition Development jobs in Wisconsin are:

What cities in Wisconsin are hiring for Acquisition Development jobs?

Cities in Wisconsin with the most Acquisition Development job openings:

Acquisition Development jobs near you
Infographic showing various Acquisition Development job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution.

Manager of Talent Acquisition

Rogers Behavioral Health

Oconomowoc, WI • On-site, Remote

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 4 days ago

Rogers Behavioral Health rating

6.0

Company rating: 6.0 out of 10

Based on 49 frontline employees who took The Breakroom Quiz

750th of 891 rated healthcare providers

Job description

Summary:
The Manager of Talent Acquisition provides strategic and operational leadership for Rogers Behavioral Health's enterprise-wide talent acquisition function. This role leads and develops a team of Talent Acquisition staff while partnering with business leaders to attract, engage, and hire top talent in support of organizational growth. The Manager is responsible for recruitment strategy, workforce planning, employer branding, recruitment operations, vendor management, Workday ATS administration, and compliance with federal, state, and local employment laws. In a highly competitive and rapidly changing healthcare labor market, this role develops agile and innovative talent strategies that strengthen Rogers' ability to attract, hire, and retain critical talent, with particular focus on hard-to-fill and high-turnover clinical and behavioral health positions. This position serves as a trusted advisor to leaders and ensures a high-quality candidate and hiring manager experience while supporting Rogers' continued expansion across multiple states.
Job Duties & Responsibilities:
  • Lead, coach, develop, and oversee the performance of the Talent Acquisition team while fostering a culture of accountability, collaboration, continuous improvement, and exceptional service delivery.
  • Partner with executive leaders, hiring managers, and Human Resources to understand workforce needs, develop talent acquisition strategies, and build sustainable candidate pipelines that support current and future staffing needs across Rogers' growing multi-state footprint.
  • Develop and execute innovative talent acquisition strategies to address high-turnover and hard-to-fill positions, particularly critical clinical and behavioral health roles, using market intelligence, workforce data, and creative sourcing approaches.
  • Partner with HR and operational leaders to identify root causes of recruiting and early-tenure retention challenges and develop proactive workforce strategies that improve attraction, hiring, onboarding success, and retention.
  • Continuously assess Rogers' competitiveness in the external labor market, including candidate expectations, employment trends, competitor practices, compensation and workforce preferences, and recommend actions to strengthen Rogers' employment value proposition and ability to attract and retain talent.
  • Build sustainable and alternative talent pipelines through schools and universities, professional associations, community partnerships, employee referral programs, digital sourcing, and other emerging sources of talent.
  • Serve as the organization's talent acquisition subject matter expert by monitoring labor market trends, recruitment best practices, emerging technologies, and industry developments and translating insights into actionable recruiting strategies and recommendations.
  • Challenge existing recruiting practices and introduce new approaches, technologies, partnerships, and sourcing strategies that improve speed, quality of hire, candidate experience, and workforce stability.
  • Oversee enterprise recruitment operations, ensuring consistent processes, service level expectations, performance metrics, data integrity, reporting accuracy, and an exceptional candidate and hiring manager experience.
  • Oversee and resolve complex pre-employment and onboarding escalations; partner with Human Resources, Legal, Compliance, and business leaders to assess risk, ensure consistent application of hiring standards, and make recommendations regarding employment eligibility, start-date delays, and offer rescission decisions when necessary.
  • Own and optimize the Workday Applicant Tracking System (ATS), including system functionality, process design, workflow management, reporting, user adoption, data quality, and continuous improvements that support business and compliance requirements.
  • Lead campus relations, employer branding, recruitment marketing, and sourcing initiatives to strengthen Rogers' employment brand, increase candidate engagement, and support recruitment goals through digital, social media, community, referral, and educational partnership channels.
  • Manage relationships with recruitment-related vendors and external partners, including pre-employment screening providers, assessment vendors, advertising partners, staffing agencies, educational institutions, and recruitment technology solutions, ensuring quality service, operational efficiency, compliance, and return on investment.
  • Utilize recruiting metrics, workforce data, and market intelligence to evaluate performance, identify trends and opportunities, develop solutions, and provide regular updates and recommendations to leadership.
  • Track and analyze quality-of-hire and early-tenure retention outcomes, partnering with HR and operational leaders to identify trends, evaluate recruiting effectiveness, and adjust talent strategies accordingly.
  • Lead cross-functional projects and process improvement initiatives that enhance recruitment effectiveness, operational efficiency, compliance, scalability, and organizational outcomes.
  • Ensure compliance with all applicable federal, state, and local employment laws, recruitment regulations, accreditation standards, and organizational policies, including requirements associated with hiring and employment practices across the states where Rogers employs team members and future expansion markets.
  • Promote the company's mission, values, and culture by demonstrating professionalism, effective communication, sound judgment, integrity, and a commitment to diversity, inclusion, and employee engagement in all interactions.

Additional Job Description:
Required Skills, Knowledge, and Abilities:
  • Demonstrated ability to lead, coach, and develop high-performing talent acquisition teams while driving accountability, collaboration, continuous improvement, and exceptional service delivery.
  • Comprehensive knowledge of talent acquisition practices, including workforce planning, sourcing strategies, recruitment marketing, employer branding, campus relations, candidate experience, and recruitment operations.
  • Strong understanding of the healthcare labor market and the challenges associated with recruiting and retaining scarce clinical and behavioral health talent.
  • Ability to translate labor market intelligence, workforce trends, turnover data, and recruiting metrics into practical talent strategies and business recommendations.
  • Strong understanding of federal, state, and local employment laws and regulations, with the ability to ensure compliant hiring practices across a multi-state organization.
  • Expertise with applicant tracking systems and recruitment technologies, preferably Workday Recruiting, including reporting, workflow management, process optimization, data integrity, and analytics.
  • Strong project management, organizational, communication, and relationship-building skills, with the ability to effectively lead cross-functional initiatives and partner with stakeholders at all levels of the organization.
  • Ability to exercise sound judgment, maintain confidentiality, manage sensitive employee and candidate matters, and resolve complex recruitment, onboarding, and pre-employment escalations.
  • Experience managing recruitment-related vendors and partnerships, including staffing agencies, educational institutions, background screening providers, and other talent acquisition service partners.
  • Proficiency in Microsoft Office Suite and other business applications, with the ability to adapt to evolving technologies and business needs.

Education/Training Requirements:
  • Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, or a related field required.
  • Minimum of seven (7) years of progressively responsible talent acquisition experience, including full-cycle recruitment, sourcing, workforce planning, recruitment operations, and talent acquisition strategy.
  • Minimum of five (5) years of leadership experience managing talent acquisition teams, preferably across multiple locations, markets, and/or remote environments.
  • Demonstrated knowledge of federal, state, and local employment laws and regulations, including EEO, OFCCP, AAP, pay transparency, and other recruitment compliance requirements in a multi-state environment.
  • Experience with applicant tracking systems and recruitment technologies, preferably Workday Recruiting, including reporting, process optimization, data integrity, analytics, and workflow management.
  • Proven success leading talent acquisition functions that include recruitment marketing, employer branding, campus recruiting, sourcing strategies, vendor management, recruitment operations, and strategies for hard-to-fill/high-turnover roles.
  • Healthcare, behavioral health, or other highly regulated industry experience preferred.

With a career at Rogers, you can look forward to a Total Rewards package of benefits, including:
  • Health, dental, and vision insurance coverage for you and your family
  • 401(k) retirement plan
  • Employee share program
  • Life/disability insurance
  • Flex spending accounts
  • Tuition reimbursement
  • Health and wellness program
  • Employee assistance program (EAP)

Through UnitedHealthcare, UMR and HealthSCOPE Benefits creates and publishes the Machine-Readable Files on behalf of Rogers Behavioral Health. To link to the Machine-Readable Files, please visit Transparency in Coverage (uhc.com)

What Rogers Behavioral Health employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply